Despite being one of Australia's largest employers, Coles has successfully argued its HR team lacks the skills required to defend a complex unfair dismissal claim. Also in this article, an employer publicly apologises for employment law breaches; and more.
An employer was wrong to sack an employee whose public critiques breached its code of conduct when he had a right to express himself freely under its enterprise agreement, a court has ruled.
An external email implying an employee was sacked for "disciplinary reasons" was defamatory, a court has ruled in awarding him more than $230k in damages.
A long-serving employee could have avoided dismissal had she been honest about drinking on the job, the Fair Work Commission has ruled. Also in this article: the five characteristics of self-disruptive leaders; organisations lack change-readiness; and more.
An employer has successfully defended dismissing an employee for supplying illicit drugs in the workplace, security breaches and possessing porn, despite his claim its procedures were flawed.
An employee who sent numerous texts to a colleague calling him "toy boy" and referencing molestation has failed to convince the Fair Work Commission he shouldn't have been sacked for harassment.
A former NAB employee has failed to prove she was sacked because the bank needed someone to blame for the Royal Commission's findings. Also in this article, employee experience research, personal development portfolios, and more.
An HR officer was so busy with the day-to-day management of an organisation that she had "little capacity" to appropriately deal with an employee's performance issues, the Fair Work Commission has ruled in an unfair dismissal dispute.
The Fair Work Commission has rejected an employee's claim that an HR manager adopted a "tick and flick" approach to her redundancy because of a heavy workload.
The Fair Work Commission has upheld an employee's dismissal for threatening to hit female colleagues and acting aggressively towards an HR manager, rejecting his "fanciful" denials of wrongdoing.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
